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5 HR Outsourcing Disadvantages

Today’s business environment changes at a rapid pace and it takes a team of professionals to keep things running smoothly. As your staff grows so does the need for a strong Human Resource presence. Has your organization been faced with discussions on outsourcing HR functions to save money? Consider these HR outsourcing disadvantages when faced with the HR outsourcing dilemma:

Time. Every time there is an organizational strategic change, it would be necessary to “bring vendors up to speed,” and in today’s business environment, that happens frequently. Can you afford to dedicate staff to updating outsiders on your business objectives?

Control. When HR functions are outsourced, organizations lose control over who is doing what and the details surrounding it. Challenges arise when communication breaks down and the left isn’t sure what the right is doing. Things can get confusing, leaving room for mistakes and miscommunication.

Dependent. The more you delegate functions to outside vendors, the more your HR team is dependent on them. It becomes a risk if the vendors quality is subpar or goes out of business. If the work must be brought back in house, a lot can fall through the cracks. Do you want to risk your reputation to save a few bucks? Probably not.

Integration. Vendors don’t always collaborate with each other to provide integrated solutions. They mostly work independently and their recommendations may, in fact, conflict with other vendors. If you decide to outsource, research vendors that integrate and streamline your processes through strong relationships with other industry related businesses.

Knowledge. Industry professionals are now realizing that outsourcing eventually leads to a knowledge deficit. HR ends up knowing less and less about their own operations and people because they are not directly involved.

Are you thinking about outsourcing your HR functions? Before you do, call the experts at PREEMPT CORP to discuss ways to keep your HR team sharp and productive so that you can avoid these HR outsourcing disadvantages. You’ll be glad you did!

How To Promote Diversity

How To Promote Diversity At Work

Is your organization fostering a diverse and inclusive work environment? If not, you could be missing out! Creating diversity and inclusion within your organization has a positive effect on your bottom line and your organization’s culture; it makes your organization attractive to job hunters seeking inclusion, acceptance, and the pursuit of happiness. Consider the following points as you hire new team members and find out how to promote diversity:

  1. Create a vision. Your workforce should correspond to the community in which you operate. Develop a hiring strategy that includes diversity and inclusion of minorities. Tap into local resources or community connections like churches, colleges, or cultural institutions to connect with potential candidates. You may also consider enlisting help from nonprofits like the National Urban League or online sites like Diversity Working that offer searchable channels of minority job hunters.
  2. Look from within. Ask your staff for referrals; they may know qualified candidates who are seeking jobs. By selecting new hires that are endorsed by current employees, you improve the relationship of your existing employees by showing you trust and respect their recommendations. This established relationship will also help new employees adjust to their new positions. You may find that your current employees are your best recruiters.
  3. Be prepared. Devise and implement an Equal Employment Opportunity (EEO) policy that follows the federal EEOC guidelines. As part of your firm’s “best hiring practices”, initiate a credible hiring process that is age, race, gender and minority neutral. Organize an internal committee to implement and monitor the EEO policy, provide diversity and inclusion staff training, and generate new ways to sustain diversity and inclusion in the daily work experience.
  4. Educate your staff. Don’t assume everyone on your staff understands the importance of diversity and inclusion; it’s your job to train them. From top management to the entry level position, everyone needs to fully understand the benefits of diversity and inclusion and your commitment to supporting the practice. Be the kind of organization willing to accommodate cultural and religious holidays, flexible schedules, and potentially day care services; all attractive benefits to encourage and stimulate the employee experience.
  5. Keep them engaged. Dedicate as much time to retention as you do to recruiting. New hires are most vulnerable the first few weeks as they explore the job and the organization culture. Start off creating a relationship between the new hire and a seasoned employee (who will act as a mentor for the first few weeks.) Mentors can help communicate opportunities for advancement and articulate the future direction of the company, while building a relationship of mutual respect with the new hire. Don’t forget about your current staff; they need attention too. Find creative ways to keep your talent inspired; otherwise you run the risk of turnover.
  6. Mix it up. Build project teams with diversity and inclusion in mind. Bring together workers who have never worked together but bring varied strengths to the team. For example, a team comprised of three different generations can achieve a synergistic goal by recognizing they have different work styles but the same commitment to the end result. In the end, the team absorbs a deeper understanding of commitment through diversity and inclusion.
  7. Get wise. Recruiting is the easy part, its retaining that can prove to be more difficult. This holds true for organization in less diverse regions where relocated minority employees may feel disconnected. Employers may need to help new hires adjust to the new work culture as well as a new town. If it doesn’t work out, learn from the experience. Create an exit interview to assess why minorities are leaving the company. Learn from the information you receive as feedback and be willing to make changes. On the flip side, monitor and record your success stories of happy employees as a recruiting tool.

Is your organization’s diversity and inclusion in tune with your organization’s culture? Do you know how to weed out employee biases that may lead to EEO discrimination lawsuits? Do you know how to promote diversity? Let PREEMPT assist your organization with attracting and retaining valuable talent. Call 202-434-4544 or email us to schedule a consultation.

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How To Avoid Discrimination In The Workplace

Do you know the mood of your organization? Maybe there is a bully roaming in the lunch room or an office jokester that went too far. An employer should mandate training for staff and management that focuses on what is acceptable and unacceptable behavior at all levels. Remember, tone is everything: set a tone for your employees to feel comfortable and confident they can come to you with a valid complaint and know they will be heard. Train managers to recognize tension and any disruption of organization code of conduct. If a need is identified, reinforce with specialized training. Nip it in the bud and take action before it becomes an elevated issue. Follow these tips below on how to avoid discrimination in the workplace.

Educate. What is discrimination? The United States has enacted laws since 1964 to prevent job discrimination. These laws prohibit discrimination based on age, race, disabilities, genetic information, gender and national origin. Known as the Federal Equal Employment Opportunity Laws, or EEO laws, these laws and the Civil Service Reform Act are intended to ensure all employees of fair treatment in the workplace. This also includes harassment by coworkers or management.

Engage and communicate. Can you sense a change in disposition? If a normally upbeat employee suddenly withdrawals from productive conversation this may signal something is up. It is important to create a culture to inspire communication at every level.   When open communication is encouraged, your management team must commit to improving the employer-employee relationship. Employees will feel more at ease discussing sensitive topics to a manager who listens to understand and formulates a solution.

Be seen. Are you up for a weekly walkthrough? There is nothing more motivating to an employee than to see the boss in the midst of the day-to-day. Take the time to observe employees working, interacting in the break-room, and networking during the shift. Make it the standard rather than a surprise visit, which can prove to be intimidating. Ask questions, answer questions, and quickly address things you identify as a potential discrimination or harassment issue. As an example, if you see a distasteful screen saver that may offend, address it immediately. However, there is a fine line between observation and micro-managing; keep in mind your task at hand is to engage employees and keep the communication flowing. This exercise will also indicate the need for training or policy updates.

Monitor, document and evaluate. Do you participate in the review process? Generally, if an employee is experiencing discrimination or harassment, there may be revealing signs within your evaluation process. Look for changes in productivity or disengagement with co-workers. Be sure your evaluation process offers a comment or a feedback section for employees to express concerns in writing.

Create an exit interview. Do you know why employees are leaving?   Investigate your turnover rate, it could be holding key information. Of course, you will have staff leaving for reasons like pay or relocation, but you may want to dig a little deeper. An exit interview is designed to gain valuable feedback from the employee leaving, in hopes it will provide insight into areas of improvement for the organization, the existence of discrimination, and need for additional training.

Are you ready for the next step and to learn how to avoid discrimination in the workplace? Get the consulting you need to recognize biases that could lead to discrimination and harassment within your organization! Let PREEMPT Corp help with a holistic approach to eliminate lawsuits and increase opportunities. Contact us to schedule an in-depth consultation to establish your consulting needs and create an action plan to keep your organization on top!

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The Modern Workplace

The Modern Workplace

What does a modern workplace look like? Well, it’s compiled of digital-age scholars and progressive retirees who have said goodbye to the archaic ways of pen to paper and the corner office and hello to the wireless methods of advanced technology. The neoteric office is comprised of visionary applications and the means to work from ubiquitous locations paired with global accessibility. Therein lies the challenge for HR Managers and IT Professionals to deploy technologies that not only attract talent but retain it by providing an exceptional employee experience. A workplace, modern or not, is only as good as it weakest employee.

Be involved. Are you involved with the hiring process? If you aren’t you probably should be. According to the Small Business Administration, research shows a business owner not involved in their hiring process is more likely to be disengaged from their staff from the very beginning. As a business owner, you can represent your workplace culture and leadership at some point during your hiring process with a private interview or simply an overview of the company.

Be flexible. Do you recognize exceptional talent when you see it? If you find a qualified applicant that also embodies the tone of your company, enhance the open position to capitalize on their specific strengths and experience. It is hard to find qualified candidates that match everything your company embraces and when you do…interview them!

Be connected. Do your employees look forward to work each day? If you want to attract talent, make your business a workplace that entices your staff to want to be an active participant each and every day. Provide your employees the tools and technology they can brag about. Consider the resurgence of the corporate ‘intranet’, an interactive connection between employees that delivers a synergistic experience your astute staff will come to expect.

The modern workplace really isn’t a place at all; there are no pale cubicles or water coolers, but respected employees given the freedom to work productively where ever they choose. A new age workplace may not be for everyone. What does your ideal workforce look like? Are you searching for ways to modernize for your staff? Let PREEMPT Corp help you get on the right track. Contact us today.

Find out how to motivate your employees in our blog post.

How to Motivate Your Employees

It’s a challenge to find good employees and even harder to keep them. Motivating them can be as easy as saying “hello” and taking the time to chat. Create an environment that makes them look forward to coming to work. It’s important to get to know what’s valuable to each employee and a “don’t take a one size fits all’ approach to motivation and recognition, make it personal. Check out our top tips to motivate your employees.

  1. Listen and Empower. The best way to learn more about your employees is to listen to what they have to say. If they bring a new idea or solution to you, take the time to hear them out. Give them your undivided face-to-face attention. As they share, remember this is a sign they care about their job and the firm’s success. If the idea or solution is sound, grant them the autonomy to ‘run with it’, as a motivational gesture. Empower employees to be part of the big picture.
  2. Lead By Example. Be the example you want your employees to follow. Earn their respect and motivate at the same time; jump in when things get backed up and work along side your staff. Set clear expectations and don’t expect your employees to do something you wouldn’t do. As a leader, establish and convey individual goals for staff and a clear mission for the company. Communicate regularly with employees and get to know what makes them tick.
  3. Reward and Recognize. Keep in mind, different things motivate different people. Where one employee may appreciate a cash bonus another may prefer paid time off and another may simply what recognition of an accomplishment. To find balance, use the performance review process to hone in on what is important to the employee. Recognize employees for a job well done, but don’t create a culture that rewards for simply doing the job or meeting the expectation. Nurture an environment where staff would like to give 110% and exceed expectations and when they do, reward and recognize.
  4. Encourage a Career Path. Employees love to feel a sense of security if they can grow or advance in the company. Through cross-training, you can build a solid workforce, giving staff an opportunity to grow and advance within the company.   As employees learn new skills they are motivated to more productive with the hopes of advancement.
  5. Foster Flexibility. On average, full-time employees work 46.7 hours a week and during that time, life continues to happen! It’s almost impossible to manage appointments, school events, shopping, and family time without a little flexibility from the boss. Allow flexibility as a motivator; it gives employees peace of mind and they won’t feel stressed if one of life’s events pops up unexpectedly and they need to rearrange their work schedule to accommodate.

Employees tend to feel loyalty to a company when they feel respected and motivated. This loyalty increases employee participation and therefore increases productivity. As a result, this helps to build a rapport with the staff as well as your local community, helping the company to attract a proficient workforce. To learn more about keeping your staff positively motivated, contact us.

Read our blog post for tips on how to avoid conflict in the workplace.

How To Avoid Conflict in the Workplace

Conflict in the workplace is never easy. It puts a strain on you and your employees, affects productivity, and can even lead to lawsuits. But how can you avoid conflict in the workplace? The best defense against employment lawsuits and workplace conflict is developing a work culture where respect is a fundamental principle. It is important for employers to take a proactive approach to stop workforce conflict before it ever has a chance to begin. The proactive approach should start with each new hire; employees are conditioned from day one to understand the company culture and policies when it comes to conflict among the group. Here are five ways to avoid workforce conflict.

Create an Employment Handbook. Your organization should have an employee code of ethics or a mission statement of how you want your firm and its employees to conduct business and themselves. It is a great idea to include things like a code of ethics in the employee handbook and display it on the walls of the organization as a constant reminder. During a new hire orientation, get them familiar with the company’s business practices and business ethics that foster mutual respect between employees and customers. The orientation should include examples of proper behavior and codes of conduct with specific guidelines for acceptable and respectful behavior in the workplace. If conflict in the workplace should arise, your Employment Handbook should address the hierarchy of the corporate structure directing employees through the appropriate channels to resolve it.  

Provide Ongoing Education. Employee education is a proactive method to prevent conflict. Through education, employees get a clear understanding of expectations when it comes to workforce behavior. This education can outline acceptable versus unacceptable behavior using specific examples for your industry environment. Employee education should be ongoing to increase knowledge and skills to the benefit of the employee, organization, and customer. In some states, there are mandatory education requirements for employees and supervisors on fair employment practices, including sexual harassment education within a designated period defined by the state. Ask your HR professionals at PREEMPT Corp what your state requirements are to be compliant for staff education, and then contact us to sign up.

Educate Your Management Team. Your management team is usually in charge of distribution of assignments or delegation of responsibilities, which are often fodder for conflict. Education specifically geared towards management should cover things like: bias treatment, dealing with strong dominating attitudes, recognizing negativity, boosting morale, and identifying specific skills hiding in your workforce. Education options are only a click away – contact us to find out which programs we are currently offering. 

Use Your HR Resources. In most cases, complex conflict issues end up in the realms of upper management. If this happens, establish specific steps for handling employee conflict issues. If the issue escalates beyond the immediate supervisor, have a team in place to resolve the issue as quickly as possible. Conflicts that drag on can wreak havoc on staff morale if word gets out. The team should include an HR representative who can document the meeting and bring together all parties involved. If the issue cannot be resolved, then the question remains: is it reasonable to seek advice from legal counsel regarding workplace conflict? Preventing workplace conflict is one of the most important responsibilities of HR staff. Teach employees the steps your organization takes to resolve workplace conflict.

Are you in need of creative ways to preempt legal issues and conflict in the workplace? Contact us today.

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The Advantages of a Diverse Workforce

We live in an era of economic globalization which could not exist without workforce diversity. There are many advantages of a diverse workforce. Organizations can benefit from employees who bring language skills, cultural experience, and creativity to the table. An organizations success can be dependent upon its ability to embrace a diverse staff.

  1. Increase Productivity. Organizations employing a diverse workforce bring individual talents and experiences to benefit the company competitively by being able to adapt to fluctuating demands worldwide. Employers can offer clients more solutions knowing they have the staff to support the demand. When employees are part of the solution, morale improves as well as productivity and efficiency. Diversity in a firm’s leadership can help identify new skills and methods among the group to achieve a ‘team’ mentality resulting in increased productivity across the board.
  2. Increase Global Markets. A diverse collection of skills from around the world can give an organization a competitive edge. Multi-lingual employees are in demand to assist in communicating respectfully with worldwide clients. When global clients feel they are heard and can communicate fluently, sales are likely to increase and a mutual respect is born.
  3. Increase Creativity. Organizations must create an environment that feels comfortable and natural to brainstorm ideas. As ideas are formed with a diverse workforce, a variety of solutions are generated giving way to the creative process to achieve a common goal.
  4. Positive Reputation. Companies who have a diverse workforce attract applicants because it is evident they do not discriminate and embrace ethnicity. Potential employees want to be part of an organization that respects and appreciates their diverse talent and skill. Firms can retain talented employees by simply showing their worth and recognizing their diversity.
  5. Capture a bigger share of your target audience’s market. When your company has a diverse workforce, you can more easily market to diverse audiences from different racial, ethnic, socioeconomic, and social backgrounds. When there are people in your company that a potential customer can relate to and identify with, they are more likely to keep coming back to your brand.

Do you have a diverse workforce? If you don’t, maybe you should. Learn how a diverse workforce can benefit your firm. Contact us for more information.

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What is EEOC?

The Federal Equal Employment Opportunity Commission (EEOC) is an agency of the federal government responsible for enforcement of Title VII of the Civil Rights Act of 1964 and amendments. The law prohibits workplace discrimination on the basis of race, color, national origin, sex, and religion. In addition, it is illegal to discriminate against a person that complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.

Consider these tips if processing a claim with the EEOC:

  • Stay vigilant. Monitor the process and stay on top of your submission. Check periodically with the EEOC to find out what is happening with your case.
  • Be assertive. If some EEOC action, or inaction, is causing you serious problems, bring it to the attention of the people handling your case.
  • Read and reread the fine print. When you file a charge with the EEOC, a worker there will ask you to read and sign a written statement summarizing your claim. Be sure to scrutinize the form carefully before signing. If the document is not accurate, ask for corrections before signing.
  • Keep your options open. Filing a claim with the EEOC does not prevent you from taking other action to deal with your case. You still have a right to try to solve the problem on your own or use a company complaint procedure. You also have the right to hire an attorney to file a lawsuit, if that is appropriate for your situation.

If you have a question or concern about what the EEOC does or other EEO/Diversity/HR topics, contact PREEMPT today.